a leadership style characterized by limited or no direct intervention in business management and decision-making in a group or organization. In this style, the leader provides group members with considerable freedom in organizing work, setting priorities, and making day-to-day decisions without close supervision or constant guidance. This style is characterized by reliance on the individual autonomy of group members and confidence in their ability to cope with tasks independently, with minimal control or interference from management. Psychologically, indifferent leaders provide ample room for individual independence and creativity, allowing group members to develop their skills, take initiative, and be directly accountable for the results of their work. However, this style can lead to a lack of direction and structure, which can lead to distraction or poor coordination among team members and reduced effectiveness in situations that require close supervision or critical decision-making. Socially, this type of leadership creates a flexible environment that gives people freedom to choose their work style, but can also lead to weak group discipline, especially if group members do not have enough commitment or experience. The impact of this model is most evident in highly skilled, independent work groups, where freedom and delegation can increase levels of innovation and productivity, but it is less effective in contexts that require precise coordination or strict leadership to achieve specific goals.